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Polaroid Managing Environmental Responsibilities And Their Costs Case Study Analysis

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Polaroid Managing Environmental Responsibilities And Their Costs Case Study Solution

Background and Facts

Polaroid Managing Environmental Responsibilities And Their Costs an office supplies seller for small as well as medium sized organisations has just recently been involved in planning for a merging with its competitor Home Deport, which has actually affected effectiveness levels in departmentswith the elderly supervisor associated with legal difficulties put forth by the federal Trade Compensation. With the Advertising and marketing Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With challenges in the kind of a potential social modification as well as low staff member spirits, the company needs a total reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising department of Polaroid Managing Environmental Responsibilities And Their Costs is enhancing unpredictability in the workplace resulting in various difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting critical decisions considering that Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's intervention while doing so. Offered the reality that the store has an international existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might have the ability to impact efficiency or calculated objectives. Federal Profession Commission's antitrust fit versus the merger took up beneficial time of the company's elderly administration suggesting that 'political' factors can have severe implications for an international organisation.

Economic Factors: Financial factors such as the introduction of small companies in the global situation suggest that Polaroid Managing Environmental Responsibilities And Their Costs is prospering in a setting where there is prospective growth of organisations. Along with this, fact that shop customers are primarily looking for workplace supplies for home offices suggests that the marketplace has a rising fad of entrepreneurs and home businesses.

Social factors: Social patterns in the economic situation reveal that consumers are searching for comfort in addition to eye-catching costs. Market research demonstrates how the customer for Polaroid Managing Environmental Responsibilities And Their Costs lacks understanding regarding finding options which can offer a combination of comfort and also inexpensive.

Technical factors: Modern technology plays an essential function in Polaroid Managing Environmental Responsibilities And Their Costs's service technique especially as the organization is piloting Technology centers which would offer innovation sales and support in the form of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Business Habits problems can be seen in Polaroid Managing Environmental Responsibilities And Their Costs's case as highlighted in this area.

Worries regarding social adjustment: There is apprehension about a social adjustment that would take place once Todd Krasnow leaves from his position as the Executive Vice President of Marketing with most of the personnel already showing discontent over this prospective action. This predicted adjustment has actually produced stress in the workplace which has actually been combined with the past anxiety of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is lack of workers that can match the difficult environment of a hectic organization. Not only does this cause problem in locating the appropriate people, it puts tension on new hires as can not hold up against the speed and also pressure that the organization anticipates them to bear.

Double Coverage Lines: Beginners discover this organizational culture troublesome as well as tough to handle specifically as dotted line connections are suggested to be weaker generally and also objective setting as well as performance examination is still done by the solid line manager. This indicates that newbies can lose clarity regarding their corresponding duties as well as purposes particularly as dotted line coverage does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been hypothesized that the last would take Krasnow's position came as a strike to her morale. Lewis may have been qualified and also ideal for the job however the fact that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Task Insecurity: Anxiety and also instability can be identified as two significant worries that Lewis would be managing specifically as the merger has now be terminated and also two senior executives of the advertising department would certainly be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders that would not simply supervise of brining about a cultural change but would likewise have to prove herself in her brand-new duty.

Incompatible Management Design of Leader: Lewis's management style as well as its conflict with the advertising and marketing division's function can likewise be viewed as an OB challenge especially as she has been utilized to taking care of issues in the procedures division where workers are taught to focus on processes and also obtain them right. The marketing department on the various other hand can be viewed as a team of people that are utilized to being supported by Krasnow that concentrated extra on result than processes.

Interdepartmental Arguments: Interdepartmental arguments between three departments, advertising, merchandizing and also operations respectively over the allotment of the advertising and marketing mix can be recognized as another OB worry. Although the advertising division does not share the same vision as the other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and procedures departments do not agree over the advertising mix appropriation among each other either.

Disintegration in Advertising And Marketing Department: Fragmentation between the advertising and marketing divisions can be determined as an additional OB issue which might require more interest. The reality that the marketing and advertising areas in the advertising department are detached is avoiding both divisions from getting from each other's experience and also knowledge. Assimilation of advertising with merchandising and operations would come to be more difficult if the advertising division itself is degenerated which can be another potential OB problem.

Polaroid Managing Environmental Responsibilities And Their Costs Analysis

Numerous theories have been used to explain the scenarios to get further quality regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers believe that juniors are passive and also lazy, have little passion and stand up to modification. The hard variation of this concept emphasized coercion, limited controls, threats and penalties. Gradually it produces reduced productivity, subtle sabotage as well as rivalry (Offer, 2003). Although the scenario at Polaroid Managing Environmental Responsibilities And Their Costs is not totally complying with Concept X, it can be seen that new hires are locating this setting rather stressful which may at some point result in a higher disposition of the administration towards Theory X. According to McGregor's supported view, which he called Concept Y, the necessary job of the monitoring is to prepare organizational conditions to make sure that individuals can achieve their very own objectives best by guiding their initiatives towards business benefits. If people locate no contentment in their work, the management would certainly have little option but to rely upon concept X and exterior control (Deal, 2003). Also while analyzing Lewis's monitoring style, concept X may have been suitable in the operations department somewhat yet the Marketing division would call for reliance on Theory Y so as to get the creative thinking as well as creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's worry regarding bringing consistency between the marketing and advertising department is worried, this would initially lead to clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, during the first phase of team advancement, individuals may not bond, as they are busy locating their place in the group. By incorporating the advertising and marketing division's job, there may coincide initial separate which might cause the second stage of 'storming' where the groups challenge one another. Nonetheless, it is just during the 3rd phase or 'norming' when they would collaborate to share suggestions prior to the team can bring about harmony in the 4th stage 'performing'.

Bridges' Shift Design: As per William Bridge's concept (appendix 4), people are rather awkward with change, which is evident by the situation at Polaroid Managing Environmental Responsibilities And Their Costs The scenario can be viewed as a normal course of life if is examined according to Bridge's theory where he clarifies that individuals undergo three stages of transition when they experience change. 'Closing, losing and also Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they go into stage one and so there may be emotions like unhappiness, unpredictability, disappointment, rage, anxiety, rejection and disorientation.The scenario at the marketing division of Polaroid Managing Environmental Responsibilities And Their Costs is similar so Lewis can get comfy with the idea that it is not phenomenal habits. In the second phase, there may be a requirement to connect the space in between the new and old culture so Lewis might have to face this experience as soon as Krasnow leaves. There may be reduced morale and reduced productivity at this phase which must not be taken as an obstacle. It is during this phase that Lewis will certainly need to offer support to the department to ensure that they can discover an orientation. It can be seen exactly how Krasnow has actually currently made this change simpler by making Lewis obtain associated with the department a year prior to his actual departure. As per Bridges' Version, stage three will certainly produce visibility to discovering, High energy and dedication as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB problem pertaining to instability at the workplace has actually been activated firstly by the adjustment in monitoring and secondly by the fact that the merger will no more be initiated. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has goes over the importance of 'safety and security requires as being a lower degree demand of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to feel safe and secure and also out of danger' is at the 2nd level of demands. Before a staff member can be made to develop emotionally, he requires to have his 'Physical 'and 'Safety' requires satisfied. This shows that unless the workers are made to feel safe and secure about their current work condition in Polaroid Managing Environmental Responsibilities And Their Costs they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Polaroid Managing Environmental Responsibilities And Their Costs Case Study



Effects of Analysis.

The OB analysis has actually taken a look at numerous concepts to understand just how to handle the current scenario handy. The complying with 3 alternatives have actually been suggested to help Lewis manage the business challenges in the marketing division. Each of these options has actually been suggested for reducing the shift needed to bring the advertising and marketing department in accordance with the requirements of the market and also for making the social adjustment that would certainly comply with once the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Manufacturing functions. Assimilation of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has experience in business-to-business marketing along with company as well as retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both advertising and marketing and advertising and marketing functions.

The advantage of this method is that it will incorporate both features while minimizing the requirement for employing an additional resource for advertising and marketing. Along with this, Lewis would be heading the marketing department and all the same her substitute would be needed for the existing role that she is doing. The downside of this alternative is that outside hiring may produce resentment from interior workers that may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Offered the affordable stress and also top quality work called for from the ad agency, it is advised that Lewis needs to permit the production system to be a different feature from the advertising system. Because a lot of ad agency had these two functions as different units, it makes more feeling to comply with the norm. Both functions might be able to focus on their core turns on a lot more successfully. The disadvantage of this approach would be that added costs would have to be birthed for establishing up different manufacturing features. Along with this, a manufacturing head might have to be employed which might enhance overheads for the company.

Integration of Advertising And Marketing with Workflows: Because Lewis is already taking care of the advertising as well as procedures departments at the same time; it makes sense to incorporate both functions given that she has actually been efficiently looking after both ends. The fact that both divisions currently have major differences over appropriation of resources suggests that this combination might have the ability to cause harmony specifically as Lewis would certainly be heading both ends.However there are numerous disadvantages of this move specifically as it would place excessive problem over Lewis's shoulders. The fact that Lewis has to adapt her monitoring style for the advertising division suggests that these two departments would certainly be culturally diverse. Along with this, Lewis might not be able to use one type of management design to both departments which can lead to inadequacy in either one of the two functions.

Referral.



An examination of the three alternatives suggests that combination of marketing and procedures would certainly not be a feasible relocation due to the vast distinctions in between the two departments despite the fact that currently Lewis is taking care of both. While separation of the production feature might have been a positive move for the advertising and marketing department, the truth that it would indicate positioning a third function under Lewis's wing implies this should be stayed clear of.

Activity Strategy.
Recommendation
Lewis will take over the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

Judith Shapiro will certainly be worked with to take Lewis's location as SVP of marketing and advertising.

Manufacturing function will remain part of advertising under marketing function.

Lewis will separate herself from operations.

A democratic management style with employee empowerment will be utilized in marketing department.

Open door plan and also emphasis on cross departmental communication will certainly be focused on eliminating disharmony.

Contingency plan.

If the integration does not exercise as intended, a backup plan would comply with which would certainly divide the production function from the advertising and marketing function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.